Holiday Entitlement
HOLIDAYS
Holiday pay is earned against time worked. All employees, full-time,
part-time, temporary or casual earn holiday entitlements from the time
work is commenced.
The Organisation of Working Time Act, 1997 provides that most
employees are entitled to four weeks’ annual holidays for each 'leave
year' with pro-rata entitlements for periods of employment of less than
a year. In the case of employees working a normal five day week this
would work out at 12/3 days per month worked.
From 1st April, 1999, depending on time worked, employees’ holiday
entitlements should be calculated by one of the following methods:-
a) 4 working weeks in a leave year in which the employee works
at least 1,365 hours (unless it is a leave year in which he or
she changes employment).
b) 1/3 of a working week per calendar month that the employee
works at least 117 hours.
c) 8% of the hours an employee works in a leave year (but
subject to a maximum of 4 working weeks).
The time at which annual leave may be taken is determined by the
employer having regard to work requirements and subject to the
employer taking into account the need for the employee to reconcile
work and family responsibilities and the opportunities for rest and
recreation available to the employee.
The Organisation of Working Time Act provides that the employees
concerned or their trade unions are consulted at least one month
beforehand and that the leave is taken either during the current leave
year or within six months after it ends. The pay for annual leave must be
given in advance, calculated at the normal weekly rate.
The Act also provides the following nine public holidays:-
(a) 1 January (New Year’s Day);
(b) St. Patrick’s Day;
(c) Easter Monday;
(d) the first Monday in May;
(e) the first Monday in June;
(f) the first Monday in August;
(g) the last Monday in October;
(h) Christmas Day;
(i) St. Stephen’s Day.
In respect of each public holiday, an employee is entitled to:-
(a) a paid day off on the holiday, or
(b) a paid day off within a month, or
(c) an extra day’s annual leave, or
(d) an extra day’s pay
as the employer may decide.
Therefore, if a public holiday falls on a Saturday, and the employee
does not normally work Saturdays, options (b), (c) or (d) apply as the
employer may decide.
There is no service requirement in respect of public holidays for whole
time employees. Other categories of employees (part-time) qualify for
public holiday entitlement provided they have worked at least 40 hours
during the five weeks ending on the day before a public holiday.
An employer must keep, and retain for at least three years, whatever
records are necessary to show that the Act is being complied with.
(Note that this Act refers to 'public holidays' not 'bank holidays'. Not
every official bank holiday is a public holiday though in practice most of
them coincide.)
